1. S W T O SWOT ANALYSIS Body Corporate Model Strengths Weaknesses
Minimal disruption to staff & services users
No “winners & losers”
Positively symbolic, “best of both”
Consistent model emerging across Grampian
Pooling of skills, knowledge & experience
Complies with probable legislative framework
Weaknesses
Potential confusion for staff & service users
Mixed management accountability
Relies on mutual trust & cooperation O T
Opportunities
New & unhindered culture
Remove organisational clutter/culture/behaviour
Focus on outcomes
Flexible model for future integration of other services
Balance of power & control
Threats
Old cultures remain
Organisational disputes
Corporate interference
Conflict over resources
Protracted post-integration snagging e.g. IT arrangements

2. SWOT ANALYSIS
Lead Agency Model with One Direction of Delegation S W
Strengths
Single budgetary control
Single “brand”
Single control of resources
Pooling of skills, knowledge & experience
Weaknesses
Disruption to staff/Loss of key staff
Inconsistent terms and conditions
Feelings of “winners & losers”
May not be consistent model emerging across Grampian
Creates disconnection with other relevant services
Complexity of change process
Potential Gaps in professional experience & knowledge
Reliability and trust may be an issue O T
Opportunities
Reshape organisational clutter/culture/behaviour
Focus on outcomes
Threats
Culture of hosting organisation prevails
Loss of organisational and professional identity
Protracted post-integration snagging e.g. IT arrangements
Potentially diminishes role of elected representatives

3. S W T O SWOT ANALYSIS Lead Agency Model with Dual Direction Delegation
Strengths
Delegation on basis of expertise
Single control of specific resources/functions
Single point of entry for specific functions
Builds on quality & reputation of host agency
Complies with probable legislative framework
Weaknesses
Feelings of “winners & losers”
Inconsistent T &C
Geographically complex
Gaps in professional experience & knowledge
Complex financial transactions
Reliability and trust
Loss of key staff O T
Opportunities
Remove organisational clutter/culture/behaviour
Focus on outcomes
Strengthen connections with related expertise
Threats
Culture of hosting organisation prevails
Loss of organisational and professional identity
Protracted post-integration snagging e.g. IT arrangements
Potentially diminishes role of elected representatives